£24k award over £50 Bluetooth headset
A chef with dyslexia who repeatedly struggled to read on-screen orders has been awarded £24,000 from his employer after a tribunal found a failure to make reasonable adjustments.
The case concerned Greene King Retail Services Limited who employed the kitchen chef from 15th September to 23rd November 2023 at the Rushbrooke Arms in Bury St Edmunds.
He disclosed his dyslexia at interview and provided an assessment showing “extensive” difficulties in reading, spelling, phonological processing and short-term memory.
Despite the disclosure, issues emerged almost immediately. After his first week on shift, his manager told him: “the only issue we have is your reading, because if you can’t read the orders on the screen… you are going to struggle.”
The claimant suggested a Bluetooth earpiece to read the on-screen orders aloud. But meetings followed without resolution, and he was taken off the rota, then ultimately dismissed.
A tribunal held that dyslexia, when it substantially affects day-to-day reading and processing, can qualify as a disability under the Equality Act 2010. It found the employer had conceded liability for failure to make reasonable adjustments and that this failure caused the claimant’s job to end.
From an HR perspective this is a high-impact reminder: issues of neuro-diversity are frontline employment law risk, especially when simple, low-cost adjustments might have prevented dismissal. A Bluetooth headset could have been purchased for less than £50.
The tribunal awarded the claimant £12,000 for injury to feelings and approx. £10,269 for financial losses and interest.
Advice for HR teams
Early disclosure and dialogue – When a neuro-diverse condition is flagged (eg dyslexia) engage directly with the employee to explore needs and adjustments.
Occupational health/information gathering – Get a workplace/occupational health assessment to identify what barriers exist (e.g., inability to read on-screen orders) and what tailored support might work.
Tailor adjustments, don’t apply a one-size-fits-all – In this case, a Bluetooth headset or audio feed was proposed, yet not acted upon. The adjustment was inexpensive and feasible, but overlooked.
Document the process – Keep records of discussion, proposed adjustments, timetables and reviews. Delays or non-action increase legal risk.
Train managers – Ensure front-line managers understand that dyslexia (and other neuro-diverse conditions) may trigger the duty to make reasonable adjustments under the Equality Act 2010.
Top tips
Understand that reading/information-processing barriers (e.g., dyslexia) can trigger disability protections.
Don’t wait until performance deteriorates – act proactively once a barrier is identified.
Ask the employee ‘what would help you do your job?’ and test proposed solutions promptly.
Low-cost assistive tech or adjustments (audio, simplified screens, extra time) often suffice.
Keep the steps visible, timely and reviewed
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